Which model of technology transfer for nanotechnology? A comparison with biotech and microelectronics

Nanotechnologies are often presented as breakthrough innovations, where technology transfer and knowledge-bridging will play a pivotal role in the industrial dynamics. This article investigates the model of knowledge transfer in the nanotechnologies in depth, by comparing it with the models of two recently emerged technologies: biotech and microelectronics. Our results show that the nanotechnology transfer model is very different from that involved in biotechnology evolution: while small–medium firms play a valuable technology-bringing role, the central function of “translating” new knowledge between public research and industry is carried by the larger firms, just as it was in the early stages of the microelectronics sector. These results suggest that specific policy initiatives to facilitate biotech's transfer are inappropriate to boost the diffusion of nanotechnology.     

Pluralism in retreat? A comparison of Irish and multinational manufacturing companies

Traditionally it has been argued that the industrial relations practices of multinational corporations tended to conform with the prevailing industrial relations practices of the host country. Recent arguments claim that this trend has now been reversed and a new orthodoxy prevails which originates in the multinational corporation's country of origin. Drawing on a sample of companies in the Irish manufacturing sector, this paper examines the extent of these changes through a comparison of indigenous and foreign companies. The evidence of change emerging from this survey does not fully support the hypothesis that the practices of multinationals are significantly different or that there is a new orthodoxy in industrial relations originating in the multinational sector. We suggest that the impetus for change in employment practices is not to be found in the multinational sector but in the dynamic nature of competitive markets and the increasingly international mobility of capital.     

New careers for old? Organizational and individual responses to changing boundaries

Much has been written about the implications for employees in the post-corporate era of boundaryless careers. Much less has been written about the problems and challenges facing employers within a boundaryless career context. This paper contributes to both levels of analysis. At the level of the individual employee, focusing upon the middle of the organization, we suggest that there has been a differential impact upon individuals with some ‘losers’ and some ‘winners’. Skilled specialist employees and younger employees may welcome changing career boundaries, whereas those with more generic skills and older employees may be less enthusiastic. At the employer level, our research suggests that the rise of new career boundaries has left employers marginalized in unforeseen ways from the emerging new social structures that individuals are increasingly reliant upon to support the development of their skills and professional networks. We agree with Van Buren (2003 Van Buren, H.J. 2003. Boundaryless Careers and Employability Obligations. Business Ethics Quarterly, 13(2): 131–49. [Crossref] , [Google Scholar]) that the demise of the organization-career poses challenges at the organization and industry level in terms of developing and leveraging knowledge. However, the emergence of new boundaries has compounded the difficulties that organizations and industries now face. Thus it may be that even if employers were willing and eager to tackle the employability challenge, the shifting form of career boundaries make this a significant strategic human resource challenge.     

What motivates employees? A comparison of US and Chinese responses

Differences in culture, history, economy, and political and management systems may lead to differences in employee job attribute preferences across countries. To the extent that this is true, managers and designers of motivation systems must understand the preferences of local employees. This study provides information on the job attribute preferences of Chinese employees at a major international hotel in Shanghai. Employee preference data were compared to published results from other nations. The pattern of preferences in China was unique compared to Russia, Taiwan and the United States. Chinese employees felt that good wages were most important, followed by good working conditions and personal loyalty from the boss and organization. Interesting work was relatively unimportant, especially to older employees, and 'being in on things' was not at all important. Supervisors at the hotel also provided information on the preferences which they believed characterized their subordinates. Unlike US managers who often badly misperceive the preferences of their US subordinates, Chinese supervisors accurately reported their subordinates' preferences. Expatriates in the hotel were much less accurate in ranking local subordinate preferences. Implications for motivating and managing Chinese employees are discussed.     

Technology transfer from universities to small and medium-sized enterprises — an empirical survey from the standpoint of such enterprises

This paper describes an investigation during which 225 small and medium-sized enterprises were asked about their experience of cooperation with universities in dealing with technical and scientific problems. About a quarter replied that they had had such experience in the last ten years. These were asked the following questions:

• •- Were they satisfied with the cooperation?
• •- What were the arguments against cooperation?
• •- What especially important factors facilitated cooperation?

The results show that companies, in practice, ascribe the highest significance to factors quite different from those which are emphasized in theoretical literature.     

How culture-sensitive is HRM? A comparative analysis of practice in Chinese and UK companies

There has been some concern about the extent to which models and practices of HRM are capable of being transferred from one country to another. This emerged in the late 1970s as concern that Japanese ideas might be adopted uncritically by US companies, and during the 1980s as concern that these ideas, after recycling within the US, might not be totally appropriate for consumption in other parts of the world. Further urgency is added to the question by the pressures on many organizations to develop their businesses internationally, or globally – since this increasingly means they have to consider and establish HRM policies which can span different national systems and cultures.

This paper considers the problem through a direct comparison of practices in matched Chinese and UK companies in order to establish where variations occur both within and between countries. It is evident that there are considerable variations in the form of HRM in different settings, but also some surprising similarities. Thus, for example, there are more similarities in manpower planning systems between Chinese companies and some of the UK companies than there are between all the UK companies. In this case it can be concluded that these elements are not greatly affected by national (and assumed cultural) differences. On the other hand, there is a sharp difference between the UK and Chinese companies with regard to pay and reward systems, but much consistency within each country. This suggests that there may be deep-seated differences between the two countries with regard to attitudes towards rewards which will limit the transfer-ability of HRM ideas in this area.     

What drives the growth of academic spin-offs? Matching academics,universities, and non-research organizations

International Entrepreneurship and Management Journal - This paper aims to contribute to the on-going debate on the factors that affect the growth of academic spin-off firms (ASOs) in the...     

Growing and mature stage technology selection patterns of small sized firms in selected Asian countries — Korea,Hong Kong,and Japan

By comparing successful technology innovation cases with unsuccessful ones in Hong Kong and Korea, as deueloping countries, comparing with Japan, as an advanced country in the Asian region, this study suggests a basic policy of the selection of R&D projects for small firms in developing countries. These countries have great differences. For instance, with respect to governmental support, small firms in Hong Kong do not haue any opportunity of government support while small firms in Korea enjoy it so much. In Japan, small firms have enjoyed it previously but now they face the similar situation of small firms in Hong Kong. Based on the difference of these countries, the existing hypotheses related to technology innovation are elicited and modified suitably for small sized firms in developing country, since these hypotheses have been derived on the basis of large firms in advanced countries by other authors. 77ns study shows the different selection pattern of R&D projects with respect to growing and mature stage technologies, based on the field study.     

How to reduce energy intensity to achieve sustainable development of China's transport sector? A cross-regional comparison analysis

China's transport sector has been attracting great attention for its excessive energy consumption and ever-increasing pollution emissions. Thus, reducing energy intensity is one of the top priorities of China's ongoing transport upgrade. In this paper, by establishing a panel data regression model derived from the Cobb–Douglas cost function, we focus on investigating the impacts of energy price and transport productivity on transport energy intensity at the national and regional levels. The study uses the provincial panel data for 2005–2016 to perform regression analysis. The results show that: (1) energy price has a significantly negative effect on transport energy intensity in the whole China and the eastern region, whereas it has no significant impacts in the central and western China. (2) Improvements in transport productivity can effectively decrease transport energy intensity in the whole China and the three major regions. (3) Applying an extended data envelopment analysis (DEA) approach, we decompose transport productivity into four components (i.e., technical change, technology gap change, scale efficiency change, and pure efficiency change) and further differentiate their impacts in different regions. The results indicate that these four components have substantially different impacts in each region. These results provide some valuable insights for policymakers and enterprise entities aiming to adopt measures to reduce energy intensity and achieve sustainable development in China's transport sector.     

Identification of management development needs: a comparison across companies of different ownership – foreign,joint venture and local in Sri Lanka

This paper presents the results of an empirical investigation of seventy-eight human resource managers employed in seventy-eight wholly foreign-owned, foreign and local joint venture and wholly local-owned export-oriented clothing manufacturing companies in Sri Lanka. The study investigated human resource managers' views on whether organizations identify development needs of managers, and, if so, from what sources. The findings of the study shed light on the identification of management development needs and on differences across companies of different ownership. The data revealed evidence of the existence of the identification of development needs of managers in the industry. Organizational strategies, succession plans and performance appraisal give rise to identify development needs of managers, other than requests from both heads of divisions/immediate superior managers who like their subordinates to be developed and managers themselves who desire to develop. Further, the results of the analysis of variance revealed that in certain aspects there are significant differences in the identification of development needs of managers. The results and implications of the findings are discussed.     

A comparison of five reflective–formative estimation approaches: reconsideration and recommendations for tourism research

Quality & Quantity - In partial least squares structural path modelling, the reflective–formative type of hierarchical component models (HCMs) (also known as Higher-Order Model) have...     

Organizational work–family support as universal remedy? A cross-cultural comparison of China,India and the USA

In both industrialized and emerging countries, organizations increasingly seek to support employees’ efforts to maintain a healthy work–family balance. Research has identified two types of organizational support in this context: formal work–family programs and informal work–family cultures. This study examines the relative effects of work–family programs versus work–family culture on employees’ job satisfaction and performance in various cultural environments. Drawing on the individualism–collectivism cultural dimension introduced by Hofstede, it is argued that employees’ cultural background may affect family models, which in turn determine employees’ need for formal organizational work–family support, but are not related to employees’ need for informal support. In line with this notion, the results from comparisons of an industrialized country (the USA) with two emerging countries (China and India) show that work–family culture has positive effects in all three contexts. However, formal work–family programs positively affect job satisfaction and job performance only in India and the USA, whereas they exhibit no significant effect in the more collectivist setting of China.     

A comparison of the effectiveness of unions and non-union works councils in Korea: can non-union employee representation substitute for trade unionism?

Using survey data from 857 employees of three unionized and three non-union establishments in Korea, this study compares the effectiveness of unions and non-union employee representation (NER). Union members appear to expect more from and to be more satisfied with unions than is the case for non-union employees regarding the activities of non-union works councils. This tendency is stronger in regard to distributive and employee advocacy issues than to mutual interest issues. Union members express stronger commitment to their unions than do non-union employees to their works councils. However, union members and works council members are not significantly different in terms of organizational commitment, job satisfaction and perceived industrial relations climate. Overall, the findings indicate that the structural weaknesses of NER are more evident than its positive attitudinal effects.     

Does transparency of central banks communication affect credit market? Empirical evidence for advanced and emerging markets

This study examines the effect of the transparency of central banks communication on credit market. In particular, this study investigates how central banks’ effort to provide more detailed information about their objectives regarding the price stability (monetary policy transparency) and financial stability (financial stability transparency) policies are able to mitigate information asymmetry on credit market, through the net interest margin charged by the banks to engage in financial intermediation (credit spread). The findings denote central bank transparency is able to reduce the credit spread. Additionally, the evidence suggests the effect of central bank transparency on the credit spread is greater in emerging markets, where there is less information available on credit market. In brief, transparency in central banks communication is an important tool to mitigate the information asymmetry in the credit market.     

Modelling and forecasting value at risk and expected shortfall for GCC stock markets: Do long memory,structural breaks,asymmetry, and fat-tails matter?

This paper addresses the question whether dual long memory (LM), asymmetry and structural breaks in stock market returns matter when forecasting the value at risk (VaR) and expected shortfall (ES) for short and long trading positions. We answer this question for the Gulf Cooperation Council (GCC) stock markets. Empirically, we test the occurrence of structural breaks in the GCC return data using the Inclan and Tiao (1994)’s algorithm and we check the relevance of LM using Shimotsu (2006) procedure before estimating the ARFIMA-FIGARCH and ARFIMA-FIAPARCH models with different innovations’ distributions and computing VaR and ES. Our results show that all the GCC market's volatilities exhibit significant structural breaks matching mainly with the 2008–2009 global financial crises and the Arab spring. Also, they are governed by LM process either in the mean or in the conditional variance which cannot be due to the occurrence of structural breaks. Furthermore, the forecasting ability analysis shows that the FIAPARCH model under skewed Student-t distribution turn out to improve substantially the VaR and the ES forecasts.     

Is small beautiful? Size effects of volatility spillovers for firm performance and exchange rates in tourism

This paper examines the size effects of volatility spillovers for firm performance and exchange rates with asymmetry in the Taiwan tourism industry. The analysis is based on two conditional multivariate models, BEKK–AGARCH and VARMA–AGARCH, in the volatility specification. Daily data from 1 July 2008 to 29 June 2012 for 999 firms are used, which covers the Global Financial Crisis. The empirical findings indicate that there are size effects on volatility spillovers from the exchange rate to firm performance. Specifically, the risk for firm size has different effects from the three leading tourism sources to Taiwan, namely USA, Japan, and China. Furthermore, all the return series reveal quite high volatility spillovers (at over 60%) with a one-period lag. The empirical results show a negative correlation between exchange rate returns and stock returns. However, the asymmetric effect of the shock is ambiguous, owing to conflicts in the significance and signs of the asymmetry effect in the two estimated multivariate GARCH models. The empirical findings provide financial managers with a better understanding of how firm size is related to financial performance, risk and portfolio management strategies that can be used in practice.     

Searching for injustice and finding solidarity? A contribution to the mobilisation theory debate

This article, using empirical data from cases of mobilisation in 1996 in Argentina, offers new evidence to build on the theory of mobilisation as recently proposed by John Kelly. The use of injustice as the basis of mobilisation raises some doubts for both its intrinsic subjective nature and in the light of cases of spontaneous mobilisations. A reformulation of the theory is suggested, less attached to a mechanical sequence and more rooted in the contradictions of the capitalist labour process.     

What drives herding in oil-rich,developing stock markets? Relative roles of own volatility and global factors

The main goal of this paper is to formally establish the volatility-herding link in the developing stock markets of the oil-rich GCC countries by examining how market volatility affects herd behavior after controlling for global factors. Using a regime-switching, smooth transition regression model (STR), we find significant evidence of herding in all Gulf Arab stock markets, with the market volatility being the more paramount factor governing the switches between the extreme states of non-herding and herding. The global variables comprised of the U.S. stock market performance, the price of oil and the US interest rate as well as the risk indexes including the CBOE Volatility Index (VIX) and the St. Louis Fed's Financial Stress Index (FSI) are found to be significant factors governing the transition to herding states. The findings stress the effect of contagion in financial markets, despite the restrictions established by the GCC policymakers in order to protect their markets.     

How to prove,how to interpret and what to do? Uncertainty experiences of street-level tax officials

This study examines the kind of uncertainties frontline tax officials working with a trust-based inspection approach experience in interacting with citizen-clients. The classical literature on bureaucracy and the street-level bureaucracy literature suggest frontline officials face two kinds of uncertainties: information and interpretation problems. Analysing stories of Dutch frontline tax officials collected through in-depth interviews, this article shows that these two kinds of uncertainty only explain a part of the uncertainties experienced. Respondents also face action problems requiring improvisational judgements. The study furthermore finds that different sources underlie these uncertainties, pointing to possible explanations.